By Sandra Rowell:  Associate of DISCsimple

Overcoming Mindset and Behavioural Blockers with DISC

When it comes to leadership, few tools are as powerful as self-awareness. And yet, many leaders move through their roles with a blind spot unaware of how their own behaviours and thought patterns may be the very thing getting in the way.

That’s where The Leadership Mirror comes in.

As a DISC Practitioner, I’ve seen time and again how a leader’s style, when unmanaged or misunderstood, can become their biggest blocker. But the good news is, DISC not only reveals these patterns, it gives us the road map to move forward.

Why Look in the Leadership Mirror?

We often assume our team challenges come from others: lack of motivation, missed deadlines, poor communication. But what if I told you, the real insight comes from looking at our own reactions, preferences, and defaults?

When you understand your DISC style, whether you lean toward

Dominance (D)         Influence (I)

Steadiness (S)          Conscientiousness (C)

you start to see patterns in how you communicate, handle pressure, respond to conflict, and approach decisions.

And from there, you get to ask yourself a powerful question:

“What part of my style is holding me back and what can I do about it?”

DISC & Mindset Blockers: What’s Going on Inside?

Let’s explore the inner blockers that commonly show up across the DISC spectrum:

D Style: The Driver’s Deflection

• Internal mindset blocker: “I don’t do vulnerability.”
• Common self-talk: “I’ll just push through.”

Impact: Missing signals from the team, coming across as too blunt or unapproachable.

Breakthrough: Real power lies in connection, not just control. Emotional awareness is a strength, not a weakness.

I Style: The Performer’s People Pleasing

• Internal mindset blocker: “What if they don’t like me?”
• Common self-talk: “I just want everyone to feel good.”

Impact: Struggling with boundaries, avoiding negative feedback, or overpromising.

Breakthrough: Influence comes from authenticity, not approval. People trust you more when you say the hard thing with heart.

S Style: The Harmoniser’s Hesitation

• Internal mindset blocker: “I don’t want to rock the boat.”
• Common self-talk: “It’s easier to keep the peace.”

Impact: Avoiding difficult conversations or putting off change to maintain stability.

Breakthrough: Learning that healthy conflict is growth and that your calm presence is powerful in uncomfortable moments.

C Style: The Perfectionist’s Paralysis

• Internal mindset blocker: “I need to get this exactly right.”
• Common self-talk: “I’ll move forward when I’m 100% sure.”

Impact: Procrastination or over-analysis that delays decisions and innovation.

Breakthrough: Progress over perfection. Others value your detail, but leadership also demands timely action.

Behavioural Blockers: The Patterns You Might Not Notice

Even when mindset is in check, your DISC style can lead to behaviours that get in your way.

Here’s what that can look like:

Mirror Moment: Reflection Questions by Style

Use these prompts to explore your DISC style with honesty and curiosity:

D – The Decisive Leader

• Who might feel unheard in my urgency to move fast?
• What would happen if I paused to listen more?

I – The Inspirational Leader

• Where am I sacrificing clarity for popularity?
• What truth do I need to say with compassion?

S – The Supportive Leader

• Where am I avoiding conflict that could be constructive?
• What small risk could I take this week to grow?

C – The Precise Leader

• What decision am I delaying unnecessarily?
• Where could “good enough” unlock progress?

Turning Insight into Action

Awareness is only the first step. The real shift comes when we apply DISC learning to stretch beyond our default settings.

Here’s how:

1. Pair with Your Opposite

If you’re a high D, bring in an S to balance the pace with people-care.

If you’re a high I, lean on a C to check the details.

Growth comes from working with complementary energies, not cloning ourselves.

2. Create a “Trigger Tracker”

Notice what situations push you into your least effective style behaviours.

Examples:

D: “When I hear ‘delay,’ I bulldoze.”

I: “When I feel bored, I distract.”

S: “When I sense conflict, I withdraw.”

C: “When I don’t have all the data, I freeze.”

Track these reactions and create one alternative action to try next time.

3. Use the B.A.R. Lens

My Believe, Achieve,Receive model and DISC work perfectly together:

Believe     –    Understand and challenge the beliefs tied to your DISC default.

Achieve    –    Take aligned, intentional action beyond your comfort zone.

Receive    –    Notice how small shifts in behaviour create better results for everyone.

My Final Thoughts:

Leadership Isn’t a Mirror; It’s a Window Too

What do I mean by that?

DISC gives you the mirror to reflect and the window to see others clearly. The more you understand yourself, the more you can adapt to lead others better.

So, ask yourself:

What is my DISC mirror showing me today?

And more importantly:

What might others see if I grow beyond it?

And if you are ready to see what’s holding you back and what’s possible beyond?

Let’s work together. Whether through 1:1 DISC coaching, group sessions, or workshops tailored to your leadership team.  The shift starts with awareness and ends with action.

Sandra Rowell is an Executive Business Coach and DISC Practitioner helping leaders understand their style, shift their mindset, and lead with clarity and confidence. Find out more at by pressing the LINK  to book a DISC discovery session.

Source:

DISC is a behavioural model originally developed by psychologist William Moulton Marston and adapted for workplace use by various organisations including DISCsimple, TTI Success Insights, and Wiley Everything DiSC.